Reno Pregnancy Discrimination Attorney

At Ace Law Group, our Reno pregnancy discrimination lawyers are committed to protecting the rights and interests of employees. Pregnancy can be challenging—the last thing you need to deal with is discrimination from your employer. We hold businesses and organizations accountable. Were you or your loved one the victim of pregnancy discrimination in Washoe County? We are here to help. Contact us today for a confidential consultation with a Reno employee rights lawyer. 

Know the Law on Pregnancy Discrimination: Federal Law and Nevada Law

As an employee who is pregnant, you should not be treated any less favorably than your non-pregnant co-workers. It has absolutely no place in your work environment. Unfortunately, pregnancy discrimination remains a serious problem. According to data cited by the Bipartisan Policy Center, one in five moms surveyed report that they personally endured some form of pregnancy discrimination. Here is an overview of the state and federal regulations: 

• Pregnancy Discrimination Act (PDA): The Pregnancy Discrimination Act (PDA) is a federal law that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. It applies to all aspects of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, and any other term or condition of employment. Under the PDA, if an employee is temporarily unable to perform her job due to a pregnancy-related condition, the employer must treat her in the same way as any other temporarily disabled employee. The law was passed in 1978 as an amendment of Title VII of the Civil Rights Act. It applies to employers with 15 or more employees. 
• Nevada Anti-Discrimination Statute (NRS 613.330): Under NRS 613.330, businesses and organizations in Nevada are prohibited from discriminating against workers on a wide array of different matters, including pregnancy discrimination. An employer can be held liable for a violation of the law if it treats an employer unfairly based, at least in part, on pregnancy status. A pregnant employee should not be subject to unjust standards. NRS 613.330 applies to employers with 15 or more full-time and/or part-time employees. 
• Nevada Pregnant Workers’ Fairness Act: The Nevada Pregnant Workers’ Fairness Act is our most comprehensive state-based anti-pregnancy discrimination law. The statute  requires employers in Nevada to provide reasonable accommodations to employees who are pregnant, have recently given birth, or have related medical conditions—unless doing so would pose an undue hardship on the business. Along with other things, accommodations may include more frequent or longer break periods, temporary transfer to a less strenuous or hazardous position, job restructuring, or modified work schedules. Employers are also prohibited from taking adverse action against an employee for requesting or using such an accommodation. It also applies to workers with 15 or more employees. 

What Constitutes Pregnancy Discrimination under Nevada Law?

Simply explained, pregnancy discrimination in the workplace occurs when an employee—or job applicant—is treated unfavorably because of pregnancy, childbirth, or a related medical condition. In practice, pregnancy discrimination can take a wide range of different forms. Some of the most notable examples of pregnancy discrimination in Reno include: 

• Refusal to Hire: An employer in Reno covered by state or federal law cannot refuse to hire a qualified applicant because she is pregnant or plans to become pregnant. If a covered employer uses pregnancy (or potential pregnancy) as a factor in a hiring decision, it may be liable for unlawful discrimination.  
• Denial of Promotion: In far too many cases, pregnancy derails the advancement of the career of mothers. It is not acceptable. An employee who is passed over for a promotion solely because she is pregnant or might need time off in the future for childbirth may have been a victim of legally actionable pregnancy discrimination. 
• Denial of Reasonable Accommodation: Remember, employers that are subject to the Nevada Pregnant Workers’ Fairness Act must provide reasonable accommodation if it does not pose an undue burden. A Reno employee who is denied a reasonable pregnancy-related accommodation may have a viable pregnancy discrimination claim. 
• Wrongful Termination: An employee fired because of her pregnancy, childbirth, or related medical conditions may have been the victim of pregnancy discrimination. An employer in Reno should never remove a worker simply because she went through (or is going through) a pregnancy. 
• Retaliation: State and federal regulations protect the right of covered workers to report unlawful conduct in the workplace. If an employer in Reno retaliates against an employee for requesting accommodations or filing a complaint about discrimination, there may be a claim. 

Understanding the Process for Filing a Pregnancy Discrimination Claim in Reno

Are you considering filing a pregnancy discrimination claim in Reno or elsewhere in Washoe County? You may have questions about the general process for taking legal action. If your employer is covered by the federal Pregnancy Discrimination Act, NRS 613.330, or the Nevada Pregnant Workers’ Fairness Act (PWFA), you should generally take the following steps: 

1. Gather Evidence: Before filing a claim, collect all relevant evidence that supports your case. Depending on your case, relevant evidence may include emails, text messages, written notes, witness statements, and any other documentation that shows discriminatory conduct. 
2. Report the Pregnancy Discrimination: Federal law and Nevada law prohibit retaliation against a worker who reports pregnancy discrimination—either formally or informally. You can report pregnancy discrimination to your HR department and/or your supervisor. 
3. Bring an Administrative Claim: The first step in the formal process is to file a complaint with the Nevada Equal Rights Commission (NERC)—or the EEOC if you are filing a claim at the federal law. With either type of case, you have 300 days from the most recent date of a discriminatory act to file your claim.The NERC (or EEOC) will review your complaint, investigate the allegations, and may attempt to mediate a resolution. 
4. File a Pregnancy Discrimination Lawsuit: If informal remedies (reporting, negotiation, etc) and administrative remedies (NERC claim or EEOC claim) are not sufficient to produce a successful resolution to your pregnancy discrimination case, you may need to file a lawsuit in state court or federal court. Your Reno pregnancy discrimination attorney can help. 

You should never wait to set up a confidential initial consultation with a Reno pregnancy discrimination lawyer. Your lawyer can help you with each and every step of the process, including gathering evidence, documenting discrimination, reporting mistreatment based on pregnancy, handling settlement negotiations, and taking legal action to get justice and compensation. 

An Overview Remedies for Pregnancy Discrimination Victims in Reno, Nevada

Were you the victim of pregnancy-related discrimination in the workplace in Reno? You have a right to seek justice, accountability, and compensation for your damages. There are a number of different potential remedies available to affected employees, including: 

• Back pay.
• Front pay.
• Reinstatement.
• Attorneys’ fees.
• Emotional distress.
• Other legal costs.
• Punitive damages. 

How the Reno Pregnancy Discrimination Lawyers at Ace Law Group Can Help

Navigating a pregnancy discrimination claim is never easy. At Ace Law Group, we help families advocate for justice. With a proven record of verdicts and settlements in complex cases, our Reno employee rights attorneys are proactive. Among other things, our team is ready to: 

• Answer your questions about pregnancy discrimination law.
• Investigate the incident—gathering evidence about your claim.
• Handle any settlement negotiations with the employer or insurer.
• Take immediate action to help you get justice and the best outcome.

Pregnancy Discrimination Claims in Reno: Frequently Asked Questions (FAQs)

Should I Speak to a Reno Pregnancy Discrimination Attorney?

Yes. Pregnancy discrimination claims are complicated. If you were subject to some form of adverse employment action after you became pregnant, it is strongly recommended that you consult with an experienced Reno employment attorney. A lawyer can help you assess your rights and your options.  

How Long Do I Have to File a Pregnancy Discrimination Claim in Nevada?

In Nevada, you have 300 days from the date of the discriminatory act to file a pregnancy discrimination claim with the Nevada Equal Rights Commission (NERC) or the Equal Employment Opportunity Commission (EEOC). Do not delay: It is crucial to file within this timeframe to preserve your rights. Be proactive: Consult with a Reno pregnancy discrimination lawyer right away. 

What Evidence Can I Use to Prove Pregnancy Discrimination?

Evidence is the foundation of any successful employment law claim, including a pregnancy discrimination case. Relevant evidence can come in a wide range of different forms. To prove pregnancy discrimination, you can use various types of evidence, including emails, text messages, or written communications showing discriminatory remarks or actions by your employer. Witness statements from coworkers who observed discriminatory behavior or heard discriminatory comments can also be valuable. Beyond that, documentation of any disparities in treatment compared to non-pregnant employees can help support a claim.

Contact Our Reno Pregnancy Discrimination Attorney for a Confidential Consultation

At Ace Law Group, our Reno pregnancy discrimination attorneys have the legal knowledge and professional expertise that you can depend on. Have questions about pregnancy discrimination? We can help. Contact us today for a completely confidential, no obligation initial appointment. We provide pregnancy discrimination representation in Reno, Washoe County, and beyond.